Welcome to your monthly

HR e- newsletter!                                                 

Dear HR Professional,

        IIR would like to wish you a very happy March.  Below are some more helpful tips that can help you enhance your role on a daily basis. I have come across another interesting source full of ‘to the point’ HR tips- 384 of the Best Labour Law & HR Tips… Ever! Below are some of them:

Tip #1: When may you read an employee’s emails?
You can only read the contents on an employee’s email if:
- you have been authorised in writing by the employee to do so; or
- you have a very real ground for suspecting that some form of abuse is taking place; and
- you have informed the employee concerned in advance that the emails might be intercepted; and
- the email was sent in the course of your company’s business.

Tip #2: How long does a warning last?
A disciplinary warning doesn’t last forever. The validity of a warning could be anything from 3 to 12 months depending on your policy. The law doesn’t set the length of time a warning may apply for, but common practice ranges between 3 and 12 months. Deal with the validity of warnings in line with the needs of the business.

Tip #3: When must a sick note be produced?
In terms of current labour law, a sick note is only necessary after two consecutive days’ absence. From day three of absence, you can request a sick note to verify the employee’s illness. Sick notes should be issued by medical practitioners or anyone certified to diagnose and treat patients, and who is registered with a professional council.

Tip #4: No sick note, no pay!
You don’t have to pay employees who don’t produce valid certificates for sick leave taken! An employee who gives you a false medical certificate may be disciplined for fraud and absence without leave

Here  are also some more interesting tips from the Practical Guide to Human Resources Management. Your employees are one of your most expensive overheads.
However, the more you reward good employees, the more profit they will make your company. On the other hand, it is true that the cost of personnel and social contributions are increasing continuously.
It’s important for you to know:

•    Which parts of salaries are exempt from taxes
•    Which incentives could be more effective than money
•    How to respond to excessive salary demands
•    How to get out of a remuneration agreement that’s unfavourable for you
•    How to change to performance-oriented rewards
•    How to also pay employees who don’t work in the sales department, profit-related wages
•    How to explain to all employees that income and career advancement are not related to age and length of service

3 tips on how to achieve more flexibility in terms of wages and salaries

1.    Clearly state in writing that no increase or bonus is guaranteed – it is dependent on the profitability of the company and the employee’s performance.
2.    When you give an increase to your employees, often a large percentage of it will go to taxes. For this reason, you should change to tax-free or tax-preferenced remunerations like increased pension, motor vehicle or cellphone allowances.
3.    When one of your employees has successfully finished a long and difficult project, he’ll probably ask you for an increase. Rather offer a once-off bonus. If you offer him a straight R5000, this might prove more attractive to him. A salary increase of R300 will work out to be more expensive than the R5000 after 11/2 years. And he’ll start negotiations from a higher level next time.

It is not only the monthly salary that counts - Employees are not only motivated by money. Recognition is equally important. A competition offering rewards can also add to motivation. Depending on what objectives you want to achieve, there are 4 types of incentives:

1.    Money has the advantage in that the amounts can be graded – and everybody can use it.
2.    Status rewards (certificates, trophies, etc.) stimulate self-esteem and prestige.
3.    A prize can be selected individually to always remind the winner of his excellent performance.
4.    Free trips provide a pleasant experience, but they can be expensive.

        I wish you all the success in the upcoming month. I will be feeding through more HR related news and tips next month.
Kind Regards,
 
                                      
                                             
Jelena Kucan
Divisional Manager: Specialised Events
Institute for International Research  

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Related Articles

RECRUITMENT LANDSCAPE HAS CHANGED, www.hrfuture.net/display_web_article.php?article_id=1088&category_id=8

CHANGES TO KING III AND COMPANIES ACT, http://www.hrfuture.net/display_web_article.php?article_id=1054&category_id=18
Links

HR Future, www.hrfuture.net
HR Africa Linked In Group


News

The HR Summit is currently in production. Should you wish to suggest topics or if you would like to submit a paper or topic suggestion email: jkucan@iir.co.za

The Star HR Summit & Expo stands are selling out fast!

   This highly successful human resources, training and education expo is GROWING and CHANGING to embrace new pillars of opportunity.  The 2010 event will run under the brand name The Star HR Summit & Expo (incorporating HRDE) as the event merges two successful brands in order to grow the exposure and markets participating.

HRDE, HR Africa Summit expos merge for 2010, http://www.bizcommunity.com/Article/196/94/42572.html
For more information visit www.hr-africa.com  & www.hrde.co.za

To reserve a stand contact jkucan@iir.co.za  for more information

Note: If you would like to send us news you would like to see in this newsletter please send them through to jkucan@iir.co.za

Events of interest

Organisational Design, 24-27 May 2010, Hyatt Regency, Rosebank
For an upcoming programme keep an eye on http://www.iir.co.za/detail.php?e=2261

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